A
company's success
often depends on the team effort applied to daily tasks by the
employees hired to fill different roles. Some employees work well when
grouped together to complete assorted tasks faster for high production
rates, while others don't. The differences between dysfunctional and
successful teams are tremendous. Some of the most successful teams
consist of motivated individuals making contributions while
communicating clearly and listening to what others say. On the other
hand, dysfunctional teams tend to consist of employees who refuse to see
eye to eye and fail to listen to one another, or lack the mutual
respect needed to avoid conflict in the first place.
The problem with dysfunction is that it wreaks havoc on daily
operations. How can a business expect to maintain professionalism while
reaching ambitious goals if everyone isn't on the same page? When you
have different people on different pages that aren't willing to work
cohesively, things can quickly take a turn for the worst, with one
problem happening right after another. According to a
moderated mediation study
that dives deep into extensive research on team performance,
dysfunctional actions between team members disrupt workflow, making it
difficult for teams to perform well and reach goals.
One of the biggest problems with dysfunctional
teams is their lack of respect for each other in the workplace. In most
cases, these team members poorly understand one another and fail to
resolve some of the most common issues surrounding miscommunication.
When employees don't understand their peers because they communicate
differently and learn in unique ways, it creates much more conflict in
the workplace and disrupts daily operations. Some employees may even
form cliques and leave other workers feeling left out.
Unfortunately,
the constant strife quickly leads to a lack of trust between employees.
When employees don't trust one another, it becomes nearly impossible to
get things done, which is terrible for business leaders that would like
to boost productivity while potentially increasing earnings throughout
the year. It's essential to take a step back and think about the changes
that a company would need to make to eliminate the constant dysfunction
that takes a toll on daily operations.
Workplace conflict is naturally bad for business
for many reasons. It keeps workers unproductive, quickly lowers morale,
and causes tension between employees. As a result, some employees won't
look forward to coming to work to put forth their best effort to take
care of their assigned tasks. If people can't get along with one another
and are constantly having disagreements,
it's going to cause nothing but frustration, with more time spent
between managers trying to resolve conflict instead of getting work
done. The constant internal issues cause delays that will cost companies
more money in the long run, which is why business leaders need to take
action. Finding the right way to handle these situations and eliminate
dysfunction must remain a priority for businesses that want to break out
of bad habits and move forward.
While dysfunctional teams hold businesses back
from making big moves, excelling, and getting ahead of the competition,
successful teams do the exact opposite. Employees that work well
together contribute to the success of a business and bring more to the
table because of their willingness to listen, share, and collaborate
with ease. The employees within these teams typically understand one
another, despite learning differences, and are willing to share thoughts
and innovative ideas that help the business. These individuals know
it's important to respect one another while giving each person a chance
to speak and share within the team. The teams become successful because
the employees put forth the effort to make things work without letting
minor issues hold them back.
Because
successful teams collaborate more efficiently and tend to work well
together, they're getting ahead of companies with dysfunctional teams
while making incredible moves. It's good for business because it leads
to better
workplace morale,
higher productivity rates, and the opportunity to earn more money. If
employees collaborate, complete tasks faster, and leave a lasting
impression on the clients, their outstanding effort will help the
business thrive.
Going from dysfunction to success may seem
impossible, but it's all about taking the right approach. Business
leaders and HR managers need to consider using the Inner Genius Quotient
to discover more about themselves and the rest of the employees,
including how they learn and perceive the new information provided to
them. They can use this advanced information to their advantage to
encourage team effort, healthy workplace discussions, and better
collaborations between peers.
Long before
the Genius Quotient came into play, there was much more focus on
Emotional Intelligence and the Intelligence Quotient (IQ). However, what
makes it better to focus on the Genius Quotient is learning more about
an individual and their preferred method of learning and communication.
Each person has an Inner Genius Archetype that describes their specific
characteristics and what to expect from them when dealing with different
situations at work. If business leaders can identify their GQ and the
GQ of all employees, they can provide their employees with a better
experience in the workplace.
insight. With better understanding comes the opportunity to connect employees with the right peers while they’re working in groups to collaborate better, avoid misunderstandings, and ultimately get more work done each day. It helps to drastically reduce workplace conflict while leading to greater success for businesses of all sizes, big and small.
More businesses are utilizing the Inner Genius Quotient because of the
valuable feedback it provides. When a company's success depends on how
well team members work together to get things done each day, it's
crucial to understand the different communication and learning styles
that each employee has before assigning specific tasks or putting them
in a group with their peers. If business leaders can do that, they have a
much greater chance of avoiding problems while providing their
employees with the most welcoming and productive workplace possible.